News

Norway Post has announced today the planned structural changes in the group. Postkom is involved and will participate in the process until completion. “Our main job is to protect members' interests and make the transition most predictable for everyone "said union leader Odd Christian Øverland



The Group management justifies the change as follows:



- The current organization is inadequate to realize the Group's strategic priorities.

- There is a need for an organization that provides inter alia focus on the Nordic growth in parcels and goods, consistent focus on profitability in the mail segment, and that can provide coordination gains in transport.

- The new organization must provide overall responsibility for performance and the opportunity for rapid marketization.

- The new organization must facilitate further collaboration between the Supply Chain and the Logistics units.



According to Posten Norge the most significant feature of the changes is that the group’s service provision will be split into three separate divisions each responsible for the performance and the related value chain of each segment. Ergo Group is not affected by the changes.



We refer to information from the documents that are currently posted on the Post's intranet / info link.



-Postkom will now go into the process of preparing the implementation together with the employer. There is a schedule which, in our opinion is very ambitious. This can be a challenge because we also will be involved in other activities, including wage issues, "said Overland.



From Postkom’s perspective, it is essential that the planning process establishes adequate arrangements for managing the human impact of this reorganisation. This implies inter alia that:



- overall clarifications must be made with involvment of the works council

- the group’s existing restructuring agreement must be activated

- the establishment of the necessary support process for dealing with personnel-related matters

- human consequences are handled and resolved across companies, provided this is feasible

- there are significant differences in the measures used to address the human consequences



"I assume that the new organization does not prevent the parties' common intention to maintain full-time jobs through various integration initiatives. Employment integration and full-time jobs is one of the main requirements, alongside the restructuring agreements should be followed, and the human impact should be limited to the greatest extent possible”, says Overland.